Posts Taged passive-candidates

Stay Ahead Of The Rising Demand For Talent

Stay Ahead Of The Rising Demand For Talent

Be Ready To Make The Hire When The Right Talent Is Presented

Don’t Let Talent Slip Away

recruiting Needs To Be continuous

Keep networking. Keep the process moving forward.

 

People on the Move

 

We read it, hear about it and of course live it…. the war for talent is on. We are at the point where companies need to make hiring decisions fast and or faster than they have been accustomed to in order to compete for talent. Companies need to be in a position to make quick hiring decisions while making sure the hiring decisions are smart ones. The unfortunate part for those who act slowly, can result in watching the world-class talent  slip away go to the competition or simply become unengaged.

Hiring should not be stressful, or minimized by busy hiring leaders. Unfortunately sometimes hiring may take a back seat due to busy schedules, business obligations, the need to meet business goals and objectives. But none-the-less, as of late, we are seeing many hiring managers becoming fully engaged. When they are, the process couldn’t be better.

We all recognize that recruiting is not just about the recruiting process or recruiting strategy but really about hiring the right talent that will help position a company to compete and achieve positive results. Therefore when a search for a new employee is launched, it needs to be the focus of all involved. Otherwise it may result in an unsuccessful pursuit or loss of world-class talent.

Good luck to all.

Sheila Greco

sgreco@sgatalent.com

Tips for Recruiting Top Talent….Use The Right Recruiting Email Subject Line!

Identify, Connect, Vet and Present!

Recruiting is all about connecting!

Recruiters need both a great message and a strong recruiting email subject line in order to be successful.

Recruiters have found success using emails to connect with potential candidates. I am sure the results are directly related to having a recruiting email subject line that wants the potential candidate to read more.

As always I like to share email subject lines that have been successful for me. Please note these are the ones I used while recruiting a Vice President of Marketing.

Enjoy!

1. Subject line: We have identified you as a marketing expert. I want to learn more about you, your career and possibly next steps.

2. Subject line: We have identified you as being one of the most talented in your space, lets network.

3. Subject line: As a marketing expert, I am interested in networking with you regarding a role we are working on.

Again be sure each email is personalized and has enough information regarding the role and the responsibilities. Having this information helps the professional with making the decision to learn more, refer or decline. If they decide to move forward and schedules a call, I make it a practice to send along the job specification and ask for their resume or biography prior to the upcoming discussion. I believe this results in having a productive conversation for both parties.

What recruiting email and recruiting email subject line works for you? Please share with us so we may use it too.

 

 

Happy Hunting.

Sheila Greco

sgreco@sheilagreco.com

 

Join Us May 9th for a Free Webinar! SGA ExecutiveTracker the Other Great Recruiting Tool

Not Who You Know - Its Who We Know
Recruiting successes comes from proactive recruiting using name generation/passive candidate research & other tools to assist with getting to the right candidates. On May 9th, we will be offering  (3) free webinars that will show how we and our customers use SGA ExecutiveTracker as a resource. Thought we would share with you the wonders of SGA ExecutiveTracker because it seems to be a tool of choice amongst the customer base that is giving us a 93% renewal rate year over year.

We will also be showing examples of recruiting emails as well as effective voicemail messages, examples of research, tricks on how to do research, the value of passive candidate research and the value of quality data. Our goal is to help you, help your clients.

May 9 9:00

May 9 1:00

May 9 4:00

Sign up today at a time convenient for you.

Remember as recruiters, proactive ones, it is important that we use every channel available to reach out and connect with  potential candidates. Hope to have you join us.

 

SGA ExecutiveTracker – offering names not found on the internet.

 

 

 

 

Oops We Did Not Connect Recruiting Email!

Recruiting emails can be very effective when looking to connect with potential candidates and networking resources. It is also a great way to send a message to say, I  missed connecting with you!

 

 

Over the years I have had great success connecting via email during the recruiting process. As a proven vehicle used to reach out to  potential candidates and networking resources, it can also be used to close the loop with those who you did not connect with!

As recruiters we usually try to reach out to potential candidates and others at least 4 times during the recruiting cycle and if there is no response, it would be safe to say there may not be. There could be a number of reasons for not connecting to include but not limited to timing,  the opportunity may not right, the professionals are very busy, and possibly can’t think of anyone to refer. Therefore as mindful recruiters it is okay to move on, while at the same time let everyone know you are doing so. One way I like to do this is with the, “We Did Not Connect Recruiting Email.” If you prefer to call, that is fine too, but I do recommend closing the loop. Below are a few examples of the emails I have used.

Subject line examples:

Subject line example #1: Still looking to network with you on the Vice President/General Manager role.

Subject line example #2: Still looking to connect regarding the Senior Buyer role.

Subject line example #3: We are still looking for the Talent Acquisition Director and I was hoping to connect.

Subject line example #4:  As a thought leader in the HR Industry  I was hoping to connect, but maybe next time.

First Paragraph examples:

1. Good afternoon Andrew, I tried reaching out a few times, however with no success. If you wish to connect that would be wonderful, otherwise I understand you are very busy and just not interested in networking at this time. However, there is always next time. Lastly, please note that if there is ever anything I can do for you, don’t ever hesitate to ask. I would welcome it! The opportunity I am speaking about remains open, see below for details.

Good afternoon Andrew, sorry we didn’t connect this time regarding the Talent Acquisition Director role. Please keep my information on file for future reference and feel free to reach out to me at any time. As you are aware, I recruit in your space and would be very interested in learning more about you, your career and ultimately your future career aspirations. Look forward to connecting when the time is right for you.

Good afternoon Andrew, hope all is well with you. I tried reaching out several times regarding the Director of Tax position, but without success. As you can see we recruit in your area of expertise and would be interested in learning more about you when you are ready. Please keep my information for the future!!

Good afternoon Andrew I was hoping to connect with you regarding the Vice President/General Manager role, but was unsuccessful. I did want you to know that as an industry expert I am hopeful to connect with you next time, even just to network. If you ever need me or would like to just chat, please feel free to call or email and I will make every effort to get back to you in a timely fashion. Have a great day and look forward to future conversations.

Again these are just a few examples of recruiting emails used to close the loop on potential candidates and networking professionals. Feel free to use them!

Have a great day everyone and happy hunting!

Sheila Greco

Proactive Recruiting – Passive, Happy Where They Are Candidates, Need to Be Recruited!

Fresh Passive Candidates for your next search

Passive, Happy Where They Are Candidates Need to be Recruited!

 

Proactive recruiting requires seeking out the best of breed candidates for each search assignment as set forth by the client.  Recruiting needs to be the direct result of contacting people who are sitting at the companies of interest, in a role that may be similar to the client’s, are quite happy where they are and are not even thinking about making a move.

Until…..contact has been made! The opportunity has been presented, the conversation begins, the professionals are engaged,  interests are peaked, questions are being asked and the once “passive candidate” is becoming an active one for the role the recruiter is recruiting for.

Passive candidates are not looking therefore in many cases don’t even know about  opportunities simply because no one has told them about it. They need to be recruited! So having said that, passive recruiters not proactive recruiters can be missing out on great candidates.

What is wrong with this picture? Recruiters need to be proactive. It is up to the recruiter to make the introduction regarding the opening.  Proactive recruiting efforts can result in recruiting passive,  happy where they are candidates. Makes sense.?Of course!

A major piece to proactive recruiting is getting the message and opportunity out there to the right people! Passive candidates are not thinking about looking for a new job, they are working hard for the next internal promotion! They want to be rock stars where they are!

My advice to recruiters, hiring managers and anyone looking to upgrade their team, and company, proactively recruit.  It is irresponsible to rely on sitting back hoping the right, qualified, best of breed candidates will come to you.

My advice today is to proactively recruit the top recruits before the competitor does!

Once again, Keep It Simple Silly! Recruit proactively!

Thanks for stopping by!

Best regards,

Sheila Greco

sgreco@sheilagreco.com 518 842-4611 ext 221

 

Recruiting Similar Talent & Skill Sets Can Be Done Efficiently and Cost Effectively

She is a one of a kind Fashion Super Star!

Whether a company is Rebuilding, Adding, or Upgrading

 

Recruiting Similar Talent & Skill sets can be done efficiently and Cost Effectively

 

In some cases companies are looking for a super star like the one in the picture and other times, there exists a need to rebuild, add or upgrade a team. In such cases where there needs to be multiple hires, there are a few ways companies can do this and do it cost effectively. Recruiting today is about efficiency, uncovering quality top talent and its related cost.

Recruiting is a process and when recruiting similar talent and skill sets it is even more important than ever to use a methodical research/name generation step as part of the recruiting strategy.   Research/name generation can be done internally or outsourced.  Either way be sure this step includes a comprehensive target list, targets specific talent (architect, developer, buyer, product manager, sales representative/territory manager, auditor) and the recruiter must have the mindset that in order to begin recruiting there must be at least 50 names on the list (exception: when recruiting tax, audit and consulting talent I recommend a minimum of 100 names). It is a goal, it helps with the process, it keeps the recruiter organized, it can be referenced as time goes on and recruiting continues. It has many great uses.   Now that the research is done and done well, it needs to be followed by a proactive recruiting process.

The proactive recruiting process starts with connecting which can be any way the recruiter wishes; telephone, social networking medium, emailing , texting whatever but you need to connect with all on the list, otherwise the research step is for naught.

Staying organized is a must. It creates efficiency.  A good recruiter can double the size of the list or even triple it.  Now you are humming…..As the connections are being made, potential candidates are being vetted, the best are being presented and those not making the cut are being told it is just as important an activity to create a network of professionals in this space.  The best way to do this is by getting your information (the recruiter’s) out to as many people as possible while the recruiting is being executed. Even to those who are not interested. Who knows this could change.

Long term, recruiters want professionals to know who they are and what types of positions they recruit for. Professionals need your contact information! How do you do this? It is easy! Just ask everyone how they would like you to deliver your contact information to them and also ask how they would like to be contacted next time.  What does this do? It makes you part of their professional network and he/she is now part of yours. You are now connected.

Additionally by having your contact information these professionals can connect with you when they are ready to make a move, want to refer or just chat. You now have a professional friend as well.  Oh so easy……just recruiting, building relationship and becoming a monster networker. It doesn’t get any better than this.

Recruiting multiple professionals with a specific skill set can be considered easy, difficult and scary to some. But by knowing and using the recruiting process it can be made simple and cost-effective.  Once again being organized creates efficiency and efficiency creates less effort which saves time and saves money as well.  This is music to everyone’s ears. Yes, recruiting multiple talent and skill sets and utilizing an efficient process can and does uncover top quality talent and creates a cost-effective way to recruit.

How can it be cost-effective? Companies have an option to negotiate the fee, suggest a flat fee if the recruiting is outsourced.  If it is done internally efficient recruiting efforts and filling the pipeline with all “A” Players who can all do the job, obviously results in awesome ROI.

Remember talent is a company’s greatest asset. So when recruiting, it is important to hire the best, most qualified player who can fit in the company’s corporate culture and whose long-term and short-term goals match the company’s .

Thanks for stopping by…

Sheila Greco


 

 

 

Looking for Retail Talent? Take a look inside of SGA ExecutiveTracker


 

 

 

SGA ExecutiveTracker has many strengths to include retail talent. Our retail clients have hired hundreds of buyers, merchandisers, store managers, store operations, planners and corporate management professionals.

SGA ExecutiveTracker is more than just a research & recruiting tool.   It is a compiled database of  names, titles, emails, biographies and direct dials.   It complements many Daas competitors and LinkedIn.

SGA ExecutiveTracker is not a technology company and does not use web scraping or data dumps to obtain contacts. All our contacts are verified  exclusively by one of   Sheila Greco Associates in-house research teams.

SGA ExecutiveTracker can be segmented by functions, industries, Fortune rank and has many frequent highlights as part of the solution. We track over 14,000 Companies that are part of such lists as  Fortune, Forbes,  Fastest Growing Companies and those that are leaders in their industries. We do not track every company, but many of major ones. We go deep into companies with information that is difficult to obtain and maintain!

In addition to SGA ExecutiveTracker retail strength, one of SGA’s  core strengths in the retail sector and our ability to map out many retailers top to bottom, (customized research).  Our clients have the opportunity to use this for recruiting, benchmarking and talent management.

Top Retailers – Let’s look inside SGA ExecutiveTracker

Wal-Mart, Kroger, Target, Walgreen, Home Depot, Costco, CVS Caremark, Lowes, Best Buy, Sears, Safeway. We cover corporate management and many, many levels below.

Below we highlighted some great merchandising talent that can be found in SGA ExecutiveTracker.

Linda Hefner Wal-Mart

Michael Donnelly Kroger

Kathryn Kathee Tesija   Target

Timothy L. Rose Costco

Grant Pill, & CVS Caremark News from DrugStore.com

Bob Gfeller Lowes

Kelly Griffith Safeway

Thanks for stopping by and I do hope you check out SGA ExecutiveTracker .

Sheila Greco

Building Relationships help with recruiting!

Sheila Builds Relationships

 

It doesn’t Matter Where I Go or What I do…….
I love the art of conversation and building relationships.
I enjoy getting to know people and who they really are!

 

As a recruiter and Monster networker, as I was most recently referred to as being, I believe every conversation counts.  Why? The reason is that at any time I could be recruiting for my company or for a client.  I also don’t want to forget about others who may be looking for talent tomorrow and will be calling me to ask me who I know. It is beneficial on multiple levels to build long-lasting relationships and it’s also my personality to try to help people.   I can’t help it – it’s just my nature! Should this be yours? Many of my conversations have deeper meaning and yours should too.

Like some professionals who are trained to understand who we are or profile us, I am trained to match people with companies and people with people.  How do I do this?  I have achieved this through conversations.   I get to know the person.  I ask lots of questions about who they are, who they want to be, what they like to do, and try to stay clear of who they think they are. Sometimes this is not so easy.

I believe that conversations and engaging people can lead to many recruiting successes. Whether these conversations take place on the golf course, dinner, event, or any type of face to face social interaction, you never know it could be a great time to put on your recruiting hat and if you are looking to further you career, it could help you get the job you are looking for. For me, the truth of the matter is that once people know I am a recruiter, many, almost always will start off the conversation with, “how is the recruiting business?”  Many of these conversations center around the job market, the people themselves, how they may be able to better themselves, position themselves for the future and many other topics that relate to their careers.  Will these conversation turn to a recruiting one? Maybe yes – Maybe No. At a minimum it is a networking conversation. In order for it to be a good one for all, you need to listen and engage. 

 Building Relationships help with recruiting! Remember it is not what you know, but who you know! The continuous effort to network and network with the right people can always be a benefit. Don’t be afraid to network….Don’t be afraid to start a conversation.  Don’t be afraid to ask questions.  Just do it!

Let’s not let recruiting or networking ever get in the way of having fun, developing friendships or making it an obnoxious passion…. you must know the art of networking and conversation. You will know when the time is right…

Just thought you would like to know…

Thanks for stopping by!

Sheila Greco

http://sgatalent.com/

Role Of A Recruiter. Are You Really A Recruiter Or Just Playing One On TV?

You know you are a recruiter when you…

 

 

 

 

1. Recruit- Not a recruiter that limits their efforts to just posting, tweeting,  and just taking whomever comes along. Real recruiters naturally and actively seek out the talent required.

2. Network- Speak to all who can help you connect with the best of breed talent. Continues to keep the networks they developed active. Networking work both ways! Always return calls and emails.

3. You become the expert – Regarding the position, the company, the hiring manager’s needs and wants.

4. Really know the talent you recruited – Of course you need to know the background of the candidates, but you also need to know what make them “tick”, gets them excited, what their long and short-term goals may be, and of course WHO they really are to include what they do in their spare time.

5. Only present on target candidates that fulfill the needs of the hiring managers and  are a match with the company’s corporate culture. 

6. Have a sense of urgency– Feel everything needs to be done today! Nothing can wait until tomorrow. Do it now!

7. Organized- Being organized helps with effectiveness and efficiency.

8. Understand recruiting is a process – Willing to do what is expected during the recruiting cycle.

9. Overcommunicate – Follow through with the candidates that make the cut and those who do not. Always be available for the clients and candidates.

10. Always  ready to do #1.

There are many recruiters out there. There are many people who think they are recruiters and fewer great recruiters. If you are passionate about recruiting you can certainly be a successful one if you really care. Know the role of a recruiter before you take on the challenge.

Thanks for stopping by!

Sheila Greco

Sheila Greco Associates LLC, your research and recruiting resource! We look forward to hearing from you!

http://sgatalent.com

 

 

Recruiting Top Talent & The Importance Of Creating A Solid Target List

Top Talent can be hiding within the walls of the competition.

But don’t stop there!

 

 

After reviewing numerous 2012 recruiting predictions and trends,  there seem to be 2 predictions that make every list.

1. The importance, need and desire to recruit directly from the competition.

2. Finding the much-needed talent with mission critical skill sets specific to an organization.

As I begin to think about this and how I can help my clients with these two trends, it has become obvious to me the need to emphasis the importance of a solid target list. The solid target list acts as a roadmap, a plan, as to where the talent may be sitting and poached. So by taking the time to creat a solid target list, long-term will help with identifying and recruiting the hard to find top talent needed by the organization. It is important to know that each target list needs to be specific to the requirements of each specific job. There could be some homework that recruiters may need to do to put together this solid target list, but it will be well worth the time and energy.

When creating a solid target list, I usually divide it into categories:

1 Target List, 5 Potential Categories

1.Competitors- Direct Competitors, same size, similar brands and services. (J&J)

2.Best Of Breed – companies with critical mass, best and brightest management teams, (companies may include  P&G, General Mills,  Apple, Google, Goldman Sachs, General Electric etc)

3.Back Yard Warriors – Great companies with great talent where recruiting top talent would not require relocation.

4.Small To Medium Companies On The Rise, but in  your space – Since 2008, great talent has been recruited by these companies and they have benefited greatly so great places to investigate and definitely not ones to overlook.

5.Specific teams within organizations – Those that have been recognized or known to have solid management and team players. (Human Resources Awards, Marketing Awards, Retail Creative teams).

If you need help with putting together a target list, call me at 518 843-4611 or email sgreco@sheilagreco.com. Glad you stopped by sgatalent… Until the next time enjoy!

Sheila Greco